Ever wonder why there are so many generations in the workplace today? Decades ago, there were only three defined generations: Top Executive, Manager, and Staff. Most promotions were based on seniority. But nowadays, a staff member doesn't have to be a junior or young employee; they can be in their mid-thirties, forties, or even more senior. Age discrimination is no longer the norm; promotions are based on one's capabilities. A month ago, when I went to the U.S., I saw seniors, probably in their late 50s, working as cashiers, cleaners, and sales representatives. As long as you're capable, you can provide value to an organization, and your experience is something the younger generation can't match.

On the other hand, I see younger people (as young as Generation Z) working in coffee shops, and these young people are also making an impact in offices.

One of my favorite authors, David Jeremiah, also asked the same question in his writings: Why the increase in generations alive at the same time? His simple answer is because people are living longer than they did centuries ago. This isn't just in the United States but all over the globe, especially in the blue zones. If you're not familiar with blue zones, I suggest you look them up.

Every generation has its flaws, but I want to focus more on the positive aspects and how we, as financial executives or leaders in the workplace, can maximize these positive traits in every office and organization we manage. There are actually nine defined generations, but some are no longer in the workforce or haven't entered it yet. The first, popularly known as The Lost Generation (born 1883-1900), are mostly no longer with us. David Jeremiah described them as being buffeted by severe winds of calamity and change because they experienced World War I, an economic depression, and the Spanish flu, which killed thousands. Then there's The Silent Generation (born 1928-1945). They're called silent because they rarely spoke out against the government and were more conformist. Then came the famous Baby Boomer Generation (born 1946-1964). They're called this because the low birth rates of the prior generation due to World War II were reversed by a baby boom, leading to a surge in population. These are the ones in top positions in companies, businesses, and other organizations today. It was in this generation that the term workaholic was first coined because of their strong work ethic, loyalty to their company, and their resourcefulness and adaptability to technological advancements. In fact, I know Baby Boomers who are more tech-savvy than their younger staff.

The younger generations include Generation X (born 1965-1980), who are more inclined toward work-life balance, sometimes preferring to work independently, and can work with technology outside the office, though they can also work face-to-face. One reason for this could be their desire for a hands-on approach to caring for their children and family, perhaps because they experienced having workaholic parents.

Next comes Generation Y, or Millennials (born 1981-1996), a technologically savvy generation, having been born during the advent of the internet, smartphones, emails, social media, and so on. They work better in teams and, like Generation X, prioritize work-life balance, seeking work that aligns with their values and where they can make positive contributions. They adapt easily to technology and can assist more senior employees with tech concerns.

Generation Z (born 1997-2009), despite not all being of voting age, are politically aware and were born into a technology-saturated environment. They are also environmentally conscious and advocate for sustainability. They value diversity and are digital experts.

Generation Alpha and Beta are not yet in the workplace, so I'll skip these generations for now.

I'd like to emphasize that the above are just typical characteristics and don't necessarily reflect on every individual. The most important thing to remember is that we shouldn't judge a person by what generation they belong to, but rather for their uniqueness.